The volume and constant flow of today’s online information can make it difficult to stand out in the sea of resumes and profiles, often making it difficult for recruiters to pinpoint the right candidates. The applicants who possess qualities suited for the company may not put as much time into polishing their personal profiles as they do their resumes and cover letters.

Trufflepig Search sees social networking sites as a hub of opportunities for people to not only stay connected, but also a place for prospects to market themselves as potential employees. The search power that comes with being part of a social network—because it is social—creates more chances for recruiters to recognize a candidate with a history of engagement in industries relevant to the hiring company. Sites like LinkedIn, in particular, are especially useful for showcasing accumulated experience in the workforce because of its professional focus on networking.

In her article, “Everybody’s Business,” Margaret Milkint of Best’s Review advises jobseekers to become proactive in the virtual world so that employers can spot a prospective candidate: “Merely joining a social network is equivalent to hiding in the corner at a networking event. With your original goal in mind, participate! Search for and link to, friends or follow people who can add value. Join relevant groups; monitor or post jobs; and share interesting links and insightful remarks. … demonstrate a willingness to act … by participating in the conversation.”

LinkedIn even provides its users with a profile-building checklist to maximize their exposure to recruiters. Use it!

Candidates who used to seek out ways to impress their interviewer at the expense of their own personality are fading out, even in this changing economy. In the new age of employment, the new-millennium workplace features an environment where potential employees interview the company just as critically as the company interviews them. These employees seek to find a company whose brand complements their own personal brand instead of changing their personal brand to reflect that of the company as was seen frequently with the baby-boomer generation. What’s more, companies are increasingly focused on hiring employees whose personal brands align with their company brand—“cultural fit”. Employees who fit the corporate culture of their company tend to take more pride in their work and offer ideas consistent with company goals.